It seems that the profession is coming to a natural realisation that a university education, though not without its merits, is not the only route to a professional career Photograph: Andrew Fox / Alamy/Alamy

Enthusiasm for legal apprenticeships grew notably last year with several firms launching formal schemes. Not only are new Higher Apprenticeships in Legal Services due to launch in March, which are equivalent to the first year of a degree, but the government's minister for skills, Matthew Hancock, announced in late December that it may be possible to enroll on apprenticeships equivalent to bachelors and masters degree level as early as this year.

Some may be skeptical that a route to qualification will be ready to launch that soon but the momentum has been building for some time. Arguably, work-based learning pilots and combined LPC training contracts have already paved the way to launch an entirely work-based route into practice.

Don't fix what ain't broke, was supreme court president Lord Neuberger's warning in a speech on reforming legal education in November. However, in the Association of Law Teachers' annual Lord Upjohn lecture, he acknowledged the importance of alternate routes. He estimated the overall cost of entering the profession through university at around £100,000 including living expenses, and highlighted the threat this presents to the diversity of the profession.

"A less diverse profession is an impoverished one, one less able to reflect and support a flourishing democracy committed to the rule of law", he said.

Little wonder then that proponents of new apprenticeships schemes are hopeful for the future. It seems that the profession is coming to a natural realisation, perhaps alongside the rest of society, that a university education, though not without its merits, is not the only route to a professional career.

"It doesn't surprise me that the professions are doing this with tuition fees the way they are at the moment," says Rita McGucken, training manager at Horwich Farrelly.

School leavers are now cottoning on to the fact that, not only is university expensive, but there is no guarantee of employment at the end and they're weighing up their options.

The financial considerations are unavoidable when it comes to making these choices but it seems that other considerations are being overlooked as schools and colleges struggle to fully inform students of what alternatives there are to university.

Jonathan Bourne is a former solicitor and managing director of Damar Training, which provides professional training and apprenticeships to various sectors. The firm is also a partner in launching the new legal higher apprenticeships scheme.

Having played a fundamental role in establishing the scheme with partners at Skills for Justice, Pearson in Practice, Cilex and The National Apprenticeship Service, Bourne is naturally enthusiastic on the subject, talking of a "new breed" of apprenticeship pathway.

It's difficult not to share his enthusiasm when you think about the number of LPC-graduate paralegals that may just as well have gone straight into work and found themselves in fee-earning roles sooner and with less debt. "That's not to say it's for everybody," Bourne is quick to point out, "but at 16,17 and 18-years-old you need to start thinking about what route is right for you".

Hilary Yeo is a graduate recruitment partner at Plexus Law, where they have just taken on seven apprentices from a local sixth form.

Having observed that young staff members who were supported through the ranks from entry level into senior positions are some of the best they have, despite not having any formal qualifications, Plexus decided to formalise that pathway.

Yeo believes that those staff members would have taken an apprenticeship route into legal practice had it been available when those staff members started. "Times have changed" she says, "firms are much more of a business now than simply a law firm. We thought if we ran a more formal scheme then it would replicate what we've had by accident, in terms of people growing up with the firm".

Until the new apprenticeships launch in the spring, an apprenticeship in legal administration is what's on offer at most of the firms running a formal scheme, with modules assessed via NVQs. At Plexus, the apprenticeship is modeled on a training contract with a seat rotation round the various legal support and administration departments.

This breadth of experience is an important part of Plexus's strategy to keep hold of its "home grown" talent. "We're certainly not looking for them to come and go after two years, we're investing in them", she explains.

In which case, does an apprenticeship risk molding you so precisely to fit the firm you're trained in that you stand little or no chance of ever moving on elsewhere? Yeo disagrees; particularly firms that specialises in similar work, she believes the skill sets would be transferable.

"Our risk is that some of these people could transfer out to other firms", Yeo admits, but she believes that by working closely with apprentices and providing the utmost support and mentoring, as well as offering pathways to senior roles and partnership, most will hopefully stay long term.

If, as Bourne suggests, the ultimate goal of the higher legal apprenticeships is for trainees on that pathway to be able to progress as far as their abilities will allow them, it must be hoped that the upcoming legal education and training review takes account of the growth in this area and recommend a regulatory environment where qualification is equally possible via academic and vocational routes. In doing so, perhaps the Neuberger's vision of a rich and diverse profession will be realised.